360 degree feedback can be designed on line, wherein the questionnaire is in built.The feedback should be integrated in to the EPMS(Employee Performance Management System).
From India, Bokaro
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50From India, Bokaro
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Hi,
In a 360-degree appraisal, the assessment involves all parties affected by the professional performance of the employee. In the traditional appraisal, the boss is responsible for evaluating the employee's performance, which impacts others. However, it became apparent that the boss tends to focus solely on performance in one direction, downwards. Since this perspective does not provide a comprehensive overview, we have adopted the 360-degree approach for a more objective assessment.
There are likely multiple stakeholders at various levels, making it impractical to involve all of them in the assessment of the employee. Therefore, the system determines the number and levels of assessors and assigns weightage to each assessor to obtain a holistic view. It is advisable not to extend the assessment to include family members, friends, etc., unless the goal is to evaluate the individual's behavior.
Thank you.
From India, Haldwani
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In a 360-degree appraisal, the assessment involves all parties affected by the professional performance of the employee. In the traditional appraisal, the boss is responsible for evaluating the employee's performance, which impacts others. However, it became apparent that the boss tends to focus solely on performance in one direction, downwards. Since this perspective does not provide a comprehensive overview, we have adopted the 360-degree approach for a more objective assessment.
There are likely multiple stakeholders at various levels, making it impractical to involve all of them in the assessment of the employee. Therefore, the system determines the number and levels of assessors and assigns weightage to each assessor to obtain a holistic view. It is advisable not to extend the assessment to include family members, friends, etc., unless the goal is to evaluate the individual's behavior.
Thank you.
From India, Haldwani
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360-degree performance appraisal (PA) is a great way to evaluate candidates or employees for appraisal, and it is very important to gather feedback from employees, superiors, peers, and clients as well.
When it comes to preparing different questionnaires, you can tailor them based on employee profiles to make informed decisions. Along with the questionnaire, you can also individually sit down with each person to discuss and obtain detailed feedback, which will help you improve.
Please let me know if you need any further assistance or clarification.
From India, Lucknow
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When it comes to preparing different questionnaires, you can tailor them based on employee profiles to make informed decisions. Along with the questionnaire, you can also individually sit down with each person to discuss and obtain detailed feedback, which will help you improve.
Please let me know if you need any further assistance or clarification.
From India, Lucknow
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It would be nice to know what kind of Performance appraisal technique will suit a start up company having very few employees? Kindly post your valuable suggestions.
From India, Bangalore
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From India, Bangalore
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No degrees are applied here. Start with eco-friendly. Don't follow the rude behavior of my manager. Don't discourage employees. Don't insult them for their mistakes every time. With love and affection, only the relationship will build.
From India, Hyderabad
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From India, Hyderabad
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Dear,
360 PA conducted in top companies and MNCs. 360 Appraisal entails evaluations from every level, including superiors, juniors, colleagues, customers, and subordinates. This approach is highly effective for personality development and enhancing teamwork skills.
Thanks and Regards,
Mahendra Patole
From India, Mumbai
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360 PA conducted in top companies and MNCs. 360 Appraisal entails evaluations from every level, including superiors, juniors, colleagues, customers, and subordinates. This approach is highly effective for personality development and enhancing teamwork skills.
Thanks and Regards,
Mahendra Patole
From India, Mumbai
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A major reason for the failure of performance appraisals, whether 90-degree or 360-degree, is the lack of a yardstick with which the assessment is done. Mostly, the assessment is based on the traits and behavior of the individual being assessed, which is subconsciously believed to be the foundation of good performance. In this process, a 'good guy' and a 'good performer' are often conflated, with credit for being the former mistakenly assigned as being a good performer. However, in an organizational context, good behavior may not always translate to good performance; what the organization truly requires is performance that is competitive. Good behavior is necessary for the well-being of humanity, which surpasses the needs of any single organization.
In short, those evaluating an employee's performance must have a clear understanding of what tasks the employee was expected to perform and what they have actually accomplished. Job descriptions (JDs), key performance areas (KPAs), and key performance indicators (KPIs) are instrumental in providing clarity in this regard.
From India, Haldwani
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In short, those evaluating an employee's performance must have a clear understanding of what tasks the employee was expected to perform and what they have actually accomplished. Job descriptions (JDs), key performance areas (KPAs), and key performance indicators (KPIs) are instrumental in providing clarity in this regard.
From India, Haldwani
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
360-degree-perf ormance-apprais al_343.jpg
Performance Appraisal Form for Staff.doc